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Human Resource Development, 5th Edition

Human Resource Development

Human Resource Development

Human Resource Development

Summary

Master the basics of human resource development with HUMAN RESOURCE DEVELOPMENT! Providing you with a clear understanding of the concepts, processes, and practices that form the basis of success, this management text shows you how concepts and theory can be put into practice in a variety of organizations. Coverage includes strategic issues in HRD, employee behavior, implementing HRD programs, training, research and statistics, and team-based coverage.

Table of Contents

Preface

v

PART 1 FOUNDATIONS OF HUMAN RESOURCE DEVELOPMENT

1

(124)

Introduction to Human Resource Development

2

(35)

Introduction

4

(1)

The Evolution of Human Resource Development

5

(4)

Early Apprenticeship Training Programs

5

(1)

Early Vocational Education Programs

6

(1)

Early Factory Schools

6

(1)

Early Training Programs for Semiskilled and Unskilled Workers

7

(1)

The Human Relations Movement

7

(1)

The Establishment of the Training Profession

8

(1)

Emergence of Human Resource Development

8

(1)

The Relationship Between Human Resource Management and HRD/Training

9

(2)

Primary HRM Functions

10

(1)

Secondary HRM Functions

10

(1)

Line Versus Staff Authority

11

(1)

Human Resource Development Functions

11

(6)

Training and Development (T&D)

11

(1)

Organization Development

12

(1)

Career Development

12

(1)

The ``New Learning and Performance Wheel''

13

(1)

Strategic Management and HRD

14

(2)

The Supervisor's Role in HRD

16

(1)

Organizational Structure of the HRD Function

17

(1)

Roles and Competencies of an HRD Professional

17

(6)

The HRD Executive/Manager

18

(2)

Other HRD Roles and Outputs for HRD Professionals

20

(1)

Certification and Education for HRD Professionals

21

(2)

Challenges to Organizations and to HRD Professionals

23

(3)

Increasing Workforce Diversity

23

(1)

Competing in a Global Economy

24

(1)

Eliminating the Skills Gap

25

(1)

The Need for Lifelong Learning

25

(1)

Facilitating Organizational Learning

26

(1)

A Framework for the HRD Process

26

(4)

Needs Assessment Phase

27

(1)

Design Phase

28

(1)

Implementation Phase

29

(1)

Evaluation Phase

29

(1)

Organization of the Text

30

(1)

Summary

31

(6)

Key Terms and Concepts

32

(1)

Questions for Discussion

32

(1)

Exercise: Interview an HRD Professional

33

(1)

References

33

(4)

Influences on Employee Behavior

37

(37)

Introduction

38

(1)

Model of Employee Behavior

39

(2)

Major Categories of Employee Behavior

40

(1)

External Influences on Employee Behavior

41

(7)

Factors in the External Environment

41

(1)

Factors in the Work Environment

42

(6)

Motivation: A Fundamental Internal Influence on Employee Behavior

48

(12)

Need-Based Theories of Motivation

49

(3)

Cognitive Process Theories of Motivation

52

(6)

Reinforcement Theory: A Noncognitive Theory of Motivation

58

(1)

Summary of Motivation

59

(1)

Other Internal Factors that Influence Employee Behavior

60

(5)

Attitudes

62

(1)

Knowledge, Skills, and Abilities (KSAs)

63

(2)

Summary

65

(9)

Key Terms and Concepts

66

(1)

Questions for Discussion

66

(1)

Exercise: Increasing Employee Motivation

67

(1)

References

68

(6)

Learning and HRD

74

(51)

Introduction

76

(1)

Learning and Instruction

77

(3)

The Search for Basic Learning Principles

77

(1)

Limits of Learning Principles in Improving Training Design

78

(1)

The Impact of Instructional and Cognitive Psychology on Learning Research

79

(1)

Maximizing Learning

80

(12)

Trainee Characteristics

80

(5)

Training Design

85

(3)

Retention of What Is Learned

88

(1)

Transfer of Training

89

(3)

Individual Differences in the Learning Process

92

(10)

Rate of Progress

93

(2)

Attribute-Treatment Interaction (ATI)

95

(1)

Training Adult and Older Workers

96

(6)

Learning Strategies and Styles

102

(3)

Kolb's Learning Styles

102

(1)

Learning Strategies

103

(1)

Perceptual Preferences

104

(1)

Recent Developments in Instructional and Cognitive Psychology

105

(7)

The ACT*/ACT-R Approach to Learning Procedural Skills

105

(2)

Learning to Regulate One's Own Behavior

107

(1)

Expert and Exceptional Performance

107

(2)

Gagne's Theory of Instruction

109

(3)

Summary

112

(13)

Key Terms and Concepts

113

(1)

Questions for Discussion

114

(1)

Exercise 1: Learning Styles

115

(1)

Exercise 2: VARK Questionnaire

115

(1)

References

115

(10)

PART 2 FRAMEWORK FOR HUMAN RESOURCE DEVELOPMENT

125

(160)

Assessing HRD Needs

126

(38)

Introduction

127

(5)

Definition and Purposes of Needs Assessment

128

(2)

What Is a Training or HRD Need?

130

(2)

Levels of Needs Analysis

132

(1)

Strategic/Organizational Analysis

132

(6)

Components of a Strategic/Organizational Needs Analysis

132

(2)

Advantages of Conducting a Strategic/Organizational Analysis

134

(1)

Methods of Strategic/Organizational Analysis

134

(4)

Task Analysis

138

(8)

The Task Analysis Process

140

(4)

An Example of a Task Analysis: Texas Instruments

144

(1)

A Unique Task Analysis Approach at Boeing

145

(1)

Summary of Task Analysis

146

(1)

Person Analysis

146

(7)

Components of Person Analysis

148

(1)

Performance Appraisal in the Person Analysis Process

149

(3)

Developmental Needs

152

(1)

The Employee as a Source of Needs Assessment Information

152

(1)

The ``Benchmarks'' Specialized Person Analysis Instrument

153

(1)

Prioritizing HRD Needs

153

(2)

Participation in the Prioritization Process

154

(1)

The HRD Advisory Committee

154

(1)

The HRD Process Model Debate

155

(2)

Summary

157

(7)

Key Terms and Concepts

158

(1)

Questions for Discussion

158

(1)

Exercise: Conducting a Task Analysis

159

(1)

References

159

(5)

Designing Effective HRD Programs

164

(28)

Introduction

165

(3)

Defining the Objectives of the HRD Intervention

168

(4)

The ``Make Versus Buy'' Decision: Creating or Purchasing HRD Programs

172

(3)

Selecting the Trainer

175

(2)

Train-the-Trainer Programs

176

(1)

Preparing a Lesson Plan

177

(4)

Selecting Training Methods and Media

181

(3)

Preparing Training Materials

184

(2)

Program Announcements

185

(1)

Program Outlines

185

(1)

Training Manuals or Textbooks

185

(1)

Scheduling the HRD Program

186

(2)

Scheduling During Work Hours

186

(1)

Scheduling After Work Hours

187

(1)

Registration and Enrollment Issues

188

(1)

Summary

188

(4)

Key Terms and Concepts

189

(1)

Questions for Discussion

189

(1)

Exercise 1: Objective Writing for a Diversity Training Program

189

(1)

Exercise 2: Objective Writing for a Training Program of Your Choice

190

(1)

References

190

(2)

Implementing HRD Programs

192

(38)

Introduction

193

(2)

Training Delivery Methods

195

(1)

On-the-Job Training (OJT) Methods

196

(4)

Job Instruction Training (JIT)

198

(2)

Job Rotation

200

(1)

Classroom Training Approaches

200

(12)

The Lecture Approach

201

(1)

The Discussion Method

202

(1)

Audiovisual Media

203

(4)

Experiential Methods

207

(5)

Self-Paced/Computer-Based Training Media and Methods

212

(5)

Some Final Issues Concerning Training Program Implementation

217

(5)

Arranging the Physical Environment

219

(1)

Getting Started

220

(2)

Summary

222

(8)

Key Terms and Concepts

222

(1)

Questions for Discussion

222

(1)

Exercise 1: Generating Questions for Discussion Leading

223

(1)

Exercise 2: Designing E-Learning Materials

223

(1)

References

223

(7)

Evaluating HRD Programs

230

(55)

Introduction

231

(2)

The Purpose of HRD Evaluation

233

(2)

How Often Are HRD Programs Evaluated?

234

(1)

The Evaluation of Training and HRD Programs Prior to Purchase

234

(1)

Changing Evaluation Emphases

235

(1)

Models and Frameworks of Evaluation

235

(7)

Kirkpatrick's Evaluation Framework

236

(2)

Other Frameworks or Models of Evaluation

238

(1)

Comparing Evaluation Frameworks

239

(3)

Data Collection for HRD Evaluation

242

(7)

Data Collection Methods

242

(2)

Choosing Data Collection Methods

244

(3)

Types of Data

247

(1)

The Use of Self-Report Data

248

(1)

Research Design

249

(2)

Ethical Issues Concerning Evaluation Research

251

(3)

Confidentiality

252

(1)

Informed Consent

252

(1)

Withholding Training

252

(1)

Use of Deception

253

(1)

Pressure to Produce Positive Results

253

(1)

Assessing the Impact of HRD Programs in Dollar Terms

254

(8)

Evaluation of Training Costs

254

(8)

A Closing Comment on HRD Evaluation

262

(1)

Summary

263

(10)

Key Terms and Concepts

264

(1)

Questions for Discussion

264

(1)

Exercise: Calculating the Costs and Benefits of Training

265

(1)

Integrative Case: What Went Wrong at University Hospital?

266

(1)

References

267

(6)

Appendix 7-1

Appendix to Chapter 7: More on Research Design

273

(12)

Research Design Validity

273

(1)

Nonexperimental Designs

274

(3)

Experimental Designs

277

(2)

Quasi-Experimental Designs

279

(1)

Statistical Power: Ensuring that a Change Will Be Detected if One Exists